Guide to TUPE consultation compliance
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This guide outlines the main legal requirements surrounding TUPE transfers, as well as the essential steps involved in managing such transfers, together with some good practice guidance.
TUPE consultation compliance
Outgoing employer must inform and consult with staff
Employers involved in a business transfer must inform and consult with appropriate representatives of the affected employees about the transfer and any measures proposed. Certain specified information must be provided to the representatives long enough before the transfer to enable the outgoing employer to consult with them about it.
If there are any changes or proposals for changes following the transfer, these measures will have to be discussed with the representatives of the affected employees. The new employer is required to provide the old employer with information on proposed measures to allow the old employer to comply with their duty to inform and consult. There is no set timetable for consultation, but the larger the transaction and the more staff affected, the longer the timetable will need to be.
If there is a failure to inform and consult, a complaint can be made
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What is this for?
This Guide to TUPE consultation compliance aims to offer you a versatile and customisable tool, serving as a solid foundation for your needs. Utilise it to ensure consistency, enhance accuracy, and save valuable time.
Adapt it to suit your unique requirements, ensuring efficiency and effectiveness in your HR processes.
